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flexible work options have the potential to contribute
to workplace effectiveness and efficiencies while
offering benefits that are attractive to employees.
Workplace flexibility is a response to these changes in
the American workplace. Current trends indicate a new,
more flexible model of employment which benefits both
employers and employees. Employees with access to
flexible work options can respond productively to the
demands of work, education and family.
INVEST IN TOOLS THAT WORK FOR
THE COMPANY — AND THE EMPLOYEE
Moving to a cloud system, where information is stored
on Web-based servers that can be accessed from
anywhere is key to making remote work possible. The
knowledge and information world is going to the cloud,
and in that process, it’s basically [making obsolete]
how we’ve done it for decades, commuting to the
office. Tools like Skype, online document sharing,
editing programs and other Web resources allow
staff to communicate and collaborate without sitting
in neighboring cubicles or around a conference table.
MANAGE WORK, NOT PEOPLE
Envision a fundamental shift in work culture wherein
employers change not only where employees work
but how they are evaluated. That means workers are
measured by their work instead of their attendance
and their face time. Such an approach allows
employees to complete assignments when they are
most creative and productive, whether that is first
thing in the morning or in the evening hours. It also
gives them an incentive to get their work done faster.
Because people have time ownership in that kind of
world, the hope is individuals learn to become more
efficient and effective in their work.
MAKE WORKPLACE FLEXIBILITY
THE RULE, NOT THE EXCEPTION
The concept goes beyond what many consider
“telework” these days — employers allowing some
staff to work from home on Fridays, or jump on a
conference call remotely while they’re waiting for the
cable guy. For example, being allowed to leave early
to take your daughter to a doctor appointment.
Making such arrangements the exception not the rule
means employees taking advantage of the schedule
could be left a disadvantage, potentially missing
crucial communication or resented by coworkers.
“Why can’t I be a good, dedicated employee and
also be my future son or daughter’s baseball coach?
Why does that have to be mutually exclusive?” Arba
and Pilot from Flexible Workspace, Inc. believes
giving all employees the tools and option to work
from anywhere creates a more level playing field
that allows all workers to balance professional and
personal responsibilities.
HR
Laura Perez, BS, CEC, CMC, is a certified performance advisor and
the CEO of Epiphany Coaching, a business consulting firm specializing
in organizational effectiveness, creating and building infrastructures to
support companies large and small as they grow, go through change,
and look at becoming a healthy dual-centric organization. We spend
hundreds of hours a year working with our clients’ addressing cultural
and generational issues, and how to make the best of their situation
to create a dual-centric culture that supports and helps sustain work/
life balance. To learn more about Epiphany Coaching strategies,
methodologies, and expertise contact Ms. Perez directly at 916-248-
9756 or email her at:
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